Why Your Organization Should Have a Charter

by Bob Greene

Do you have a charter? Many HR organizations do! A charter represents a set of guiding principles by which HR teams act together to achieve an announced set of departmental goals and also to assure alignment with the corporate direction. Who can argue against having that, right?

Now let’s ask the tougher questions: How prominently does HR technology figure into your HR charter? And what is HR technology’s role? Is technology remedial, supportive, or truly transformational? To answer these questions, sometimes an HR department has to look itself in the proverbial mirror and ask itself what kind of organization it is and what kind of organization it wants to be eventually. Does the organization want to be talent-driven, data-driven, or both?

Thankfully, HR professionals have an experienced guide through the maze of possible outcomes and impacts around data-driven vs. talent-driven organizations: Sierra-Cedar. In our free HR webinar, I discuss this survey that is now in its 19th year producing the industry’s definitive survey of Human Capital Management practices. Sierra-Cedar’s survey collected responses from over 1,500 HR organizations representing more than 20.6 million employees, over two full months in 2016. The result is the most comprehensive look at the Human Capital Management industry available.

So if you’re not sure how your HR technology charter measures up to your peer organizations, holding it up to the “mirror” of the Sierra-Cedar Survey is a good place to start!

Click here to view our free HR webinar recording that discusses this survey in depth and by viewing this recording you can earn free HRCI and SHRM credits.